Does your organization have an employee handbook?
If the answer is no, it’s time to revisit the idea of introducing one to your company. While creating an employee handbook may seem like a tedious and time consuming task, there are many ways your business will benefit.
Here are a few reasons your company should create and implement an employee handbook:
#1) ALLOWS EMPLOYEES KNOW WHAT’S EXPECTED OF THEM AND WHO TO TURN TO FOR HELP
A handbook should introduce your company’s culture and control the behavior of your employees. It’s not uncommon for personalities to clash in the workplace – setting forth a code of conduct can keep unruly or disgruntled employees in check. In addition to implementing policies and behavioral expectations, an employee handbook will also direct employees where to report incidents should these rules be broken. There’s nothing worse than feeling lost and in need of help, so it’s important for employers to clearly communicate who to speak to should they have any complaints or concerns.
#2) DEFENSE AGAINST EMPLOYEE CLAIMS
It’s important to understand that it’s a matter of when, and not if, your company will be brought into a lawsuit due to employee misconduct, discrimination, harassment, or a slew of other daunting allegations. Establishing a set of behavioral expectations can help to defend that the employer is not contributing to an employee’s misconduct. Implementing policies that are clear and thorough will help show that your company exercised reasonable care towards its employees. Should there be a claim, a signed employee handbook can be used as evidence to prove that the employee acknowledged and was familiar with company policy and procedure. A well-written handbook is vital from a legal standpoint!
#3) ENSURES COMPLIANCE WITH FEDERAL AND STATE LAWS
Over the last couple of years, both federal and state legal developments have brought about changes which impact workplace procedures and policies. So, it’s critical for companies to make sure their handbooks reflect correct and up-to-date information for compliance. For example, every handbook should include policies such as Family Medical Leave, Equal Employment and Non-Discrimination, and Worker’s Compensation. While it’s not necessary to spell out every detail, it’s ethical to let your employees know that you, as an employer, following federal and state laws.
#4) DISCLOSES THE BENEFITS OFFERED BY THE COMPANY
If your company offers health insurance, 401(k), paid time off, parental leave or other benefits, then you might want to include them in your employee handbook. A comprehensive benefits package can help to retain your finest and top employees, so make sure they are aware of what your company offers by clearly communicating them in your handbook.
If you choose to create an employee handbook for your company, don’t forget to conduct annual reviews to make sure it is current. To further protect your company (and your employees), you should also have the right insurance coverage.
If you have any questions or are unsure about which coverage suits your business needs, let’s talk.
Opinions expressed in this article are solely the author’s opinion, not intended to provide the reader with legal or any other professional advice. Should you need advice or opinion, consult with a qualified professional to address your specific needs.